Access to Good Jobs for All Shares Goodwill Expertise on Hiring People with Disabilities

Event shows how companies that hire people with disabilities can address labor market challenges

In honor of National Disability Employment Awareness Month (NDEAM), Goodwill hosted a Workforce Development Leadership Forum in Milwaukee. The theme, Access to Good Jobs for All, recognized the importance of ensuring all people have equal opportunity to contribute their skills and talents in the workforce. 

A 2024 labor market study predicts the largest labor shortage in the country’s history. This shortage is due to baby boomer retirements. It is also caused by workers over 65 who have not returned to work after the pandemic. Additionally, there are fewer workers under age 25. Employers will need to consider alternatives to the traditional workforce such as transferable skills, seniors and individuals with disabilities to fill roles.

Despite significant job gains over the past two years, many people with disabilities face higher levels of unemployment. In 2023, the Bureau of Labor Statistics reported that the unemployment rate for people with disabilities was 7.2%. This rate is more than double the rate for those without disabilities, which is 3.5%. It’s clear that as the economy continues to grow, inclusion will be a key part of our recovery.  

Companies that hire people with disabilities find that these workers are reliable and valuable to the team. Adults with disabilities have tend to stay in their jobs longer, leading to lower hiring and training costs. NDEAM shows how important it is to have inclusive policies and practices. These help everyone who wants to work. They also ensure access to services that support their ability to work.   

Panel discussion highlights the benefits of job skills training and accommodations 

The event featured a panel discussion where Goodwill leaders shared advice for employers interested in tapping into this eager and prepared workforce. Panelists also shared best practices to ensure job success for employees with disabilities. Some of the tips our experts shared include:

• People with disabilities can fill the jobs you already have open. You do not need to create specific jobs for people with disabilities. People with disabilities can become reliable employees for your existing positions when they receive training and accommodations. 
• Recognize that you likely already have people on your team who have disabilities or mental health challenges. Each year, around 20% of adults in the U.S. experience mental health issues, yet only half of them get the treatment they need. For employers, this means that about one in five employees faces a mental health challenge at any time. Providing workers with mental health and disability resources can improve job performance and employee retention when someone has a disability at work. 
• Disabilities can be invisible. Creating a welcoming environment ensures that every employee can give their best effort. This includes those who might not want to reveal their physical or mental impairments. Understanding and working with your employees to create a welcoming and non-judgmental workplace can help everyone feel comfortable while doing their job. 
• Look for transferrable job skills. People with disabilities span all job and education levels. Some examples: A nurse who can no longer lift patients can be an excellent telehealth provider. A construction or manufacturing worker with a back injury might become an excellent scheduler or project manager. 
• Work with agencies, job coaches and placement specialists. There are many organizations willing and able to help you understand how to recruit, onboard and retail people with disabilities. Organizations that provide training and support programs, like Goodwill, are a good place to start. These organizations will work with you to understand what positions are available and the skills needed to successfully do the jobs in your workplace. We will develop customized training and support programs to meet your business’ individual needs and help you understand how to best work with your new employees. This collaborative approach can make the process of creating a more inclusive workplace easy. 
• Adapt your approach to interviews. Focus on the candidate’s abilities, rather than their disability. At the same time, be sure to adjust your expectations. Some interview “norms” are challenging for individuals with disabilities. For example, people with Autism might struggle with eye contact or shaking hands. Others might need additional time to process and answer your questions. If your recruiting process includes testing, be sure to ask if the candidate needs any test-taking accommodations.  
• Be willing to adapt your approach to training. For example: we placed someone in an IT helpdesk position. This person had a learning disability. As he was learning and job shadowing, he did not take any notes.  The employer believed the employee was refusing to take notes. However, the employee knew that taking notes would make it hard to understand the lesson. During the training, he focused on the process and listening. We then arranged for him to get written information and job manuals. He reviewed and studied these outside of the job shadow experience. This helped him learn the job requirements in his own way and lead to success.  
• Workplace accommodations are important to job success. One question we often hear is, “How long does an employer have to accommodate a disability?” The answer is it depends on the accommodation. Most accommodations (58%) can be implemented quickly and at no cost. Other accommodations typically cost less than $500. Many assistive technologies are widely available thanks to advances in computer technology. Employers have a reasonable amount of time to help meet employee needs. 

How Goodwill’s disability employment services support employers who offer jobs for adults with disabilities

Goodwill aims to improve job opportunities for people with disabilities and mental health challenges. We do this through our programs and services. 

• Individual Placement and Support (IPS) helps individuals with mental health conditions find and keep jobs. IPS is an evidence-based approach that assists individuals with mental health and/or substance use conditions who are working toward a job goal with educational support and in finding and keeping jobs.  In 2023, Goodwill’s IPS program served 250 people and helped find 104 jobs and won several state-level awards for delivering high-quality services and results. 
• Project SEARCH helps young adults with disabilities learn job skills and life skills in the workplace. From 2020 – 2023, 76% of Project SEARCH interns found employment upon program completion. 
• For over 25 years, Goodwill Great Lakes has worked with the AbilityOne Program. They have created jobs for people with significant disabilities at Naval Station Great Lakes in Illinois.

At Goodwill, we know that change is constant. It impacts community need and pushes us to innovate beyond “the old ways of doing things.” We are committed to embracing change. Helping employers see the value of hiring people with disabilities creates more chances for a skilled workforce. This also helps businesses in the Milwaukee and Chicago area fill open jobs effectively. 

For additional resources, check out our Mental Health Toolkit